Succession Planning Components
{"Image DocumentName": "Succession Planning Components", "Image ImageDescription": "Leadership Support. Gain Buy-in from Senior Management. Identify Top Leadership Experience, Education, and Job Experience. 3. Identify High Potential Successors. Establish nomination criteria. Experience, Education, Manager/Mentor Recommendation. 2. HR Audit. Develop a Pool of High. Potential Candidates. Monitor and Evaluate Progress and Results. Make Adjustments. Integrated Leadership Development. 4. Identify Successor Developmental Needs. Identify skills gap, set goals, create development plan. Determine measurable goals and outcomes. 1. Replacement Planning. Identify Readiness of Successors for Key Positions. Review Performance and Development with Key Management Staff. Selection Criteria. Reviewing each successor and compare to other potential successors. Time in current position. Performance. Readiness for advancement. Potential to move to a new position. Development required. Successor Development Plans. Define development strategies. Identify successor\u2019s developmental needs. Create individual developmental plans (IDP\u2019s) Tie development planning to the Leadership Strategy Initiative. Provide coaching and feedback. Monitor and track performance results. Stress model is based on GE and Motorola and other large companies. 5. Create Development Opportunities. Developmental Activities/Projects. Mentoring/Coaching. Create a Leadership Succession Plan.", "Image XResolution": "37", "Image YResolution": "37", "Image ResolutionUnit": "Pixels/Centimeter", "Image Software": "SlidePlayer", "Image YCbCrPositioning": "Centered"}